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A major change to Employment Tribunal claims is coming on 1 October 2026, giving employees twice as long to bring most employment claims.

The Employment Rights Act 2025 is introducing a series of significant employment law reforms over the coming months. While many employers are focused on future changes to unfair dismissal and workplace harassment laws, one important change is arriving much sooner.

From 1 October 2026, the time limit for bringing most Employment Tribunal claims will increase from three months to six months.

Although this may appear to be a procedural change, it could have a significant impact on how businesses manage employment disputes, retain records and assess legal risk.

Currently, most Employment Tribunal claims must be lodged within three months less one day of the relevant event, such as a dismissal, disciplinary outcome or alleged act of discrimination, subject to the Acas Early Conciliation process.

From 1 October 2026, that deadline will increase to six months less one day for most claims.

The Government's aim is to create greater consistency across Employment Tribunal claims and bring them more closely in line with existing six-month limitation periods for certain claims, including statutory redundancy and equal pay matters.

The most obvious impact is that former employees will have longer to decide whether to pursue a claim.

While this does not mean there will automatically be more Employment Tribunal cases, it does mean employers may need to manage potential litigation risks for a much longer period after an employment dispute has arisen.

This makes robust employment practices, accurate record-keeping and well-documented decision-making more important than ever.

Employers should ensure they retain:

Managers should also avoid assuming that a dispute has disappeared simply because three months have passed since the relevant event.

The new six-month limitation period will apply to the majority of Employment Tribunal claims.

However, there are important exceptions and different rules depending on the type of claim involved. Employers should therefore avoid adopting a blanket assumption that every employment-related claim now has a six-month deadline.

There are also transitional provisions.

For most claims, the new time limit applies where the relevant act or issue occurs on or after 1 October 2026. If the event took place before that date, the current three-month deadline will generally continue to apply.

For Employment Tribunal breach of contract claims in England and Wales, the new six-month limitation period applies where the employment contract terminates on or after 1 October 2026.

Businesses dealing with disputes around the changeover date should therefore take particular care when calculating limitation periods.

The extension of Tribunal limitation periods does not remove the requirement to engage with Acas Early Conciliation where applicable.

Employers should continue to respond promptly to Acas notifications and seek advice where necessary.

In many cases, addressing workplace concerns early through a properly managed grievance, disciplinary process or constructive discussions remains the most effective way to avoid litigation altogether.

Employers should view this reform as part of a much larger programme of change.

From 30 October 2026, employers will be required to take "all reasonable steps" to prevent sexual harassment in the workplace. New obligations concerning harassment by third parties, including customers and clients, are also due to take effect.

The Government's current timetable also provides for further reforms to unfair dismissal legislation from 1 January 2027.

The key takeaway

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